A reliable and regularly updated suite of employment law guides for HR professionals with responsibilities for staff in countries outside the US.
This tool will ensure you:
- Understand employee rights in key areas including minimum wage rates, maternity leave and compensation on termination.
- Recognize the role of collective rights and bargaining in the relevant country.
Learn more
Global Employer
The Guide for Global Employers provides an overview of the main issues facing employers with staff in more than one country, while the individual country guides provide employment law guidance at national level.
Global Resources
Our EU pay transparency table tracks the implementation of the EU Pay Transparency Directive as member states adopt national legislation to meet its requirements. Our other comparative tables compare the statutory rules on a specific topic across different countries:
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New and Updated
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From 20 August 2026, eligible employees can take one or two weeks’ short-term parental leave where childcare is unavailable, with requests generally protected from refusal.
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South Korea's new short-term parental leave took effect on 20 August 2026, and new proposed reforms cover enhanced fertility treatment leave, the expanded scope of workplace sexual harassment provisions, an exception to rest break requirements, the right to take annual paid leave in hourly units and a new employment equality wage disclosure system.
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Updated following the Supreme Court's decision in Augustine v Data Cars Ltd, which clarifies when part-time workers are protected from less favourable treatment under the statutory rules.
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Revised to highlight upcoming "fire and rehire" reforms under the Employment Rights Act, under which many dismissals and re-engagements will become automatically unfair from 1 January 2027.
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Revised to reflect changes to the statutory industrial action ballot rules that take effect on 25 August 2026, including the introduction of electronic and hybrid voting methods.
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From 1 June 2026, Malaysia introduced a non-employment accident injury scheme, but Malaysian employees may opt out by 31 August 2026 while coverage remains mandatory for foreign employees.
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The OSH Code extends employers’ health and safety obligations from “workers” to all “employees” and introduces new compliance requirements, including appointment letters and free health examinations, while the SS Code updates the framework for compensation for occupational injuries and diseases, among other changes.
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In August 2026, the EU produced additional guidance to support employers, including FAQs and a flyer.
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Updated to reflect the new Labour Codes, and in particular the Industrial Relations Code 2020, with key changes including mandatory trade union recognition through a negotiating union or council, a mandatory grievance redressal committee for certain establishments, and a restructured three-tier dispute-resolution machinery with new tribunals.
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Effective 1 August 2026, the maximum monthly insurable income for social security and health insurance contributions increased.
